Design Principles for Signal Detection in Modern Job Application Systems: Identifying Fabricated Qualifications

Twyman, Nathan W.; Pentland, Steven J.; Spitzley, Lee

doi:10.1080/07421222.2020.1790201

Cited by 6 publications

(4 citation statements)

References 70 publications

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“…Qualifications that recognise formal learning often overlook attributes that, if made more visible on a credential, would make a graduate more employable (Okay-Somerville and Scholarios, 2017). Qualifications from tertiary education providers have been considered a reliable signal that removes uncertainty from determining if a job applicant is job ready (Twyman et al, 2020). In a hire process, however, the full value of a candidate's future potential isn't fully represented by a testamur.…”

Section: Microcredentials Can Convey Employability Signals Valued In ...mentioning

confidence: 99%

Application of microcredentials to validate human capabilities in a large telecommunications organisation: strategic transformation to a future-ready workforce

Bowles

Brooks

Curnin

et al. 2023

IJILT

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PurposeThe value of transverse skills, including human capabilities, has been acknowledged for a significant period of time by major organisations such as UNESCO and the World Economic Forum. This paper reports on the application of microcredentials linked to the Human Capability Framework in a major telecommunications organisation that has a vision to establish a baseline to develop the levels of capability for both individual employees and the entire workforce. In this case study, capability is evidenced through learning and applied performance specified in a microcredential that carries a credit-entry score into higher education qualifications. The value of the microcredentials lies not in recognising learning outcomes; rather, it lies in an individual's ability to validate their full potential, open sustainable employment opportunities and prepare for emergent new roles.Design/methodology/approachThis commentary offers a case study of how a major Australian telecommunications organisation implemented microcredentials that are aligned to the Human Capability Framework Standards reference model.FindingsThe approach in this case study demonstrates how a company that confidently invests in non-traditional learning approaches that increase the value of human capital can tangibly grow the capacity of the workforce to deliver not only its strategy but also its cultural values.Originality/valueThe multi-award-winning model described in this case study is novel and clearly informs current research and thinking addressing this topic.

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Section: Microcredentials Can Convey Employability Signals Valued In ...mentioning

confidence: 99%

Application of microcredentials to validate human capabilities in a large telecommunications organisation: strategic transformation to a future-ready workforce

Bowles

Brooks

Curnin

et al. 2023

IJILT

View full text Add to dashboard Cite

show abstract

“…Detecting deception from job interviews is difficult but important for human resource management (Roulin et al, 2014), because the poor decision on human capital placement can result in lost productivity and high cost in hiring, recruiting, and training replacements (CareerBuilder, 2017). Identification of reliable human indicators of deception can be leveraged to reduce the 10.3389/fpsyg.2023.1166225 risk of bad hires (Twyman et al, 2018(Twyman et al, , 2020. In the hope of appearing more attractive to employers, more than 90% of job applicants report using some degree of deceit and outright deceptive ingratiation in their interviews (Melchers et al, 2020; see also Roulin et al, 2014;Roulin and Bourdage, 2017;Roulin and Krings, 2020).…”

Section: Verbal Deception In Non-forensic Settingsmentioning

confidence: 99%

“…While the bulk of research on deception in job interviews has targeted non-verbal cues, recent studies have shown that verbal cues are more diagnostic and easier for practitioners to reliably use than non-verbal cues ( Vrij, 2019 ). A recent experiment with automated job application systems indicated that word complexity was lower, and the rate of adverbs was higher, for deceptive than truthful responses ( Twyman et al, 2020 ).…”

Section: Introductionmentioning

confidence: 99%

Detecting ulterior motives from verbal cues in group deliberations

et al. 2023

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IntroductionForensic interviewing entails practitioners interviewing suspects to secure valid information and elicit confessions. Such interviews are often conducted in police stations but may also occur in field settings such as border crossings, security checkpoints, bus terminals, and sports venues. Because these real-world interviews often lack experimental control and ground truth, this investigation explored whether results of non-forensic interviews generalize to forensic ones.MethodsOrganizational espionage was simulated to determine (1) what verbal signals distinguish truth from deception, (2) whether deception in groups aligns with deception in dyads, and (3) whether non-forensic venues can be generalized to forensic ones. Engaging in a mock hiring deliberation, participants (4–5 strangers) reviewed and discussed resumes of potential candidates. Surreptitiously, two group members assigned the role of “organizational spies” attempted to persuade the group to hire an inferior candidate. Each group member presented notes from an interview of “their” candidate, followed by a discussion of all candidates. Spies were to use any means possible, including deception, to persuade others to select their candidate. A financial incentive was offered for having one’s candidate chosen. The interview reports and discussions were transcribed and analyzed with SPLICE, an automated text analysis program.ResultsDeceivers were perceived as less trustworthy than truth-tellers, especially when the naïve players won but overall, deceivers were difficult for non-spies to detect even though they were seen as less trustworthy than the naïve participants. Deceivers’ language was more complex and exhibited an “echoing” strategy of repeating others’ opinions. This collusion evolved naturally, without pre-planning. No other verbal differences were evident, which suggests that the difference between spies and non-spies was subtle and difficult for truth-tellers to spot.DiscussionWhether deception can be successfully detected hinges on a variety of factors including the deceiver’s skill to disguise and the detector’s ability to sense and process information. Furthermore, the group dynamics and communication context subtly moderate how deception manifests and influence the accuracy of detecting ulterior motives. Our future investigations could encompass non-verbal communication channels and verbal patterns rooted in content, thereby providing a more comprehensive understanding of deception detection.

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“…Az álláshirdetők és álláskeresők közötti információs aszimmetria mellett az egyéni értékek és jövőkép is jelentősen befolyásoló tényezők lehetnek, amelyeket a bemutatott korábbi kutatások vizsgáltak. Jelentős torzítások léphetnek fel például a hirdetésekben megjelenő túlzottan pozitív vagy túlzó vállalati jelek következtében (Twyman et al, 2020).…”

Section: áBra Az Online áLláshirdetések Megjelenésének Hatása a Szerv...unclassified

Hogyan írjunk vonzó álláshirdetést? A legfontosabb jelentkezést befolyásoló tényezők feltárása álláshirdetések értékelemzésén keresztül

Vámosi

Kovács

2022

Veztud

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Az álláshirdetéseknél megjelenő információs aszimmetria különleges figyelemfelkeltést és bizalmat idéz elő a hirdető cég és az álláshirdetésre jelentkezők között. A menedzsmentirodalomban a jelzési elmélet alkalmazása kiemelt szerepet kap a stratégiai menedzsment és a HR-menedzsment területén. A vállalkozások számára az álláshirdetések attribútumainak megtervezése és kidolgozása különösen jelentős a legjobb képességű munkavállalók megtalálásában. Emellett a fiatal munkavállalók jellegzetességeinek és munkakeresési szokásainak ismerete is szükséges az álláshirdetési folyamat sikerességéhez. A tanulmány célja alapot adni az álláshirdetésekben megjelenő értékajánlat kidolgozásához, ahhoz, hogy az álláshirdetők azonosítani tudják a fejlesztendő pontokat és ezek ismeretével a munkakeresők igények beépítésével az álláshirdetéseket vonzóbbá tegyék. A kvalitatív megkérdezés alapján elért kutatási eredmények azt mutatják, hogy a hirdetésekkel szemben a vonzó megjelenés és munkáltatói márka fontossága kiemelkedő a megkérdezett fiatal munkavállalók számára. A szerzők a hirdetések értékelésénél az értékelemzés módszerét vették alapul ahhoz, hogy a leghatékonyabban kidolgozható hirdetésfunkciókat és értékhordozó funkciókat azonosítani tudják, mely funkciókat már az értéktervezés módszerével ábrázolták.

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Design Principles for Signal Detection in Modern Job Application Systems: Identifying Fabricated Qualifications

Cited by 6 publications

References 70 publications

Application of microcredentials to validate human capabilities in a large telecommunications organisation: strategic transformation to a future-ready workforce

Application of microcredentials to validate human capabilities in a large telecommunications organisation: strategic transformation to a future-ready workforce

Detecting ulterior motives from verbal cues in group deliberations

Hogyan írjunk vonzó álláshirdetést? A legfontosabb jelentkezést befolyásoló tényezők feltárása álláshirdetések értékelemzésén keresztül

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